How do you create a thriving learning organization? In the second half of this two-part episode, Vishen Lakhiani, founder of education company Mindvalley, reveals 5 ways to create a powerful learning organization.
Haven’t listened to Part 1 of our episode with Vishen yet? You can do so here.
How do you create a thriving learning organization?
Vision Lakhiani is the founder of Mindvalley, an education company that has 300 incredibly happy, fulfilled employees from 46 different nations.
Vision believes that because Mindvalley is an education company, everybody at the company must be committed to education and practice what they preach.
When Mindvalley first started in Kuala Lumpur, the city was going through a brain drain: 1% of the population left every year to work in richer countries. Since he couldn’t get talent in Malaysia, Vishen decided that the way to get people to move to Malaysia to work at Mindvalley was to set a goal: by 2020, Mindvalley would be the #1 place in the world to work.
To Vishen, that meant Mindvalley had to be the place where employees learned and grew the most.
Today, people from 46 different countries have moved to Malaysia to work at Mindvalley. When Forbes released last year’s 30 Under 30 list in Malaysia, 10% of those people were ex-Mindvalley employees.
5 Ways to Create A Powerful Learning Organization
Define leadership correctly.
Dwight Eisenhower once said, “Leadership is the art of getting someone else to do something you want done because he wants to do it.”
Vishen was inspired by this quote, but he also realized that this could lead to poor decisions.
Mindvalley’s leadership quote says this: Leadership is recognizing that everyone you lead is as powerful as you, as brilliant as you, and has the same capacity for greatness. Your job is simply to remind them of this fact.
Google recently released a study that found that their best employees were the best coaches.
Mindvalley is dedicated to turning their employees into great teachers by giving workshops on communication and public speaking.
At their weekly meeting, each team must have one representative share the team’s accomplishments to 200 people in 2 minutes.
Create an organization where students are teachers and teachers are students.
Give people time to learn.
Vishen doesn’t believe that you need to work crazy hours to be successful.
Mindvalley has a 45-5 workweek, where employees spend 1 hour of each workday learning.
Mindvalley also experimented with “Learn Day,” where employees taught each other on any topic of their choosing on the first Friday of every month.
Now, Mindvalley flies people to a team retreat where they spend 4 days doing nothing but learning from each other.
Learning forces people to innovate.
3 years ago, Mindvalley’s customer support team won an award for being the best customer support team in Asia because they used machine learning to improve their service.
Make people passionate about their own vision for themselves.
Bill Jensen, the author of Future Strong, says that in the future, the company will be engaged in the employee’s vision.
Make sure you are supporting your employees’ visions and goals.
Mindvalley has the 3 Most Important Questions in their company, which you can learn about here.
Everybody’s list is on a wall at Mindvalley, which promotes collaboration.
One employee wanted to hike the Himalayas. He found 3 people on the wall with similar goals, and they spent 7 days hiking the Himalayas.
Experiences like these create incredible friendships within the company.
Other employees support each other’s visions, which helps people grow quickly.
When Mindvalley had 90 employees, in one month, 80 out of 90 people in the company were in a magazine, on TV, or giving a TEDX talk somewhere in the city.
Mindvalley keeps millennial employees for 3 years, which is significantly longer than most companies.
Try the 2-Minute Email.
Shawn Achor tried an experiment with companies: every morning, a manager would spend 2 minutes sending an email to one employee from the previous day who had impressed them.
This person would feel recognized and write back to the manager or be inspired to write an email to someone else.
When First National tried this experiment for 18 months, their profits grew $300 million and applications to join the company rose 217%.
Support your employees’ 3 Most Important Questions.
Vishen bought a travel guide to Italy for an employee who wrote in her 3 Most Important Questions that she wanted to spend a year in Italy.
Small things like this transform one’s attachment to work.
A Gallup found that employees who can answer yes to “My supervisor or someone at work cares about me as a person” are significantly more engaged with and loyal to the company.
Want more from Vishen Lakhiani? Listen to Part 1 of this podcast, download the Mindvalley Quests app and find the free Extraordinary by Design course to go even deeper into these three questions. You can also purchase his book, The Code of the Extraordinary Mind.
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